13 Things Your Human Resources Professional Must Do — Besides Hiring

As a human resources professional, I have a range of important tasks to complete that go beyond just recruiting new employees. Let me share with you 13 essential responsibilities that I should be taking care of:

1.

Maintaining Accurate Employee Records

It’s crucial for me to keep up-to-date records of all employees, including their personal and professional details. This helps ensure effective communication, smooth operations, and efficient decision-making.

2.

Creating and Updating Employee Handbooks

I must develop comprehensive employee handbooks that outline company policies, rules, and procedures. These handbooks need to be regularly reviewed and updated to reflect any changes in the workplace.

3.

Managing Employee Benefits

One of my key duties is handling employee benefits, such as health insurance, retirement plans, and paid time off. I work closely with insurance providers and other relevant parties to ensure employees receive the benefits they deserve.

4.

Conducting Performance Reviews

I am responsible for evaluating employee performance through regular reviews. By providing feedback and setting goals, I help employees grow and improve in their roles.

5.

Organizing Training and Development Programs

I coordinate training sessions and development programs to enhance employees’ skills, knowledge, and overall performance. These programs can include workshops, seminars, or e-learning opportunities.

6.

Handling Employee Conflicts and Resolutions

When conflicts arise among employees, it’s my duty to mediate and find fair solutions. I strive to create a harmonious work environment where everyone feels respected and valued.

7.

Ensuring Compliance with Employment Laws

I am responsible for staying updated on employment laws and making sure the company follows them. This includes areas such as equal employment opportunities, workplace safety, and fair labor practices.

8.

Supporting Employee Wellness

I promote employee well-being by implementing wellness programs, such as health initiatives, stress management, and work-life balance initiatives. By fostering a healthy environment, I contribute to the overall success of the organization.

9.

Managing Employee Leave Requests

When employees need time off for various reasons, I handle their leave requests, making sure there is proper documentation and that their absence is managed effectively, without disrupting the workflow.

10.

Implementing Diversity and Inclusion Initiatives

I strive to create an inclusive workplace that celebrates diversity. Through initiatives like diversity training, employee resource groups, and inclusive hiring practices, I help foster a culture of respect and acceptance.

11.

Employee Retention Strategies

Retaining talented employees is vital for a company’s success. I develop strategies and programs to increase employee satisfaction and engagement, reducing turnover rates and ensuring a stable workforce.

12.

Managing Employee Exits

When an employee decides to leave the company, I handle the exit process, including conducting exit interviews and ensuring a smooth transition. This helps gather valuable feedback and maintain positive relationships.

13.

Keeping Up with HR Trends and Innovations

To stay effective and efficient in my role, I continuously educate myself on the latest HR trends and innovations. This allows me to adapt strategies and practices that align with the evolving needs of the organization and its workforce.

Remember, while hiring new employees is important, I have many other responsibilities as a human resources professional that are crucial for the overall success and well-being of the organization and its employees!

When small businesses and startups start growing and hiring more people, they need someone to take care of human resources (HR) tasks. That’s where I come in.

Whether it’s the CEO, an outsourced HR provider, or someone on the team (part-time or full-time), I can handle a range of duties besides just recruiting.

I’m Sabrina Baker, a human resources consultant and the owner of Acacia HR Solutions in sunny Los Angeles. I’ve got some insights to share with you, so let’s get started.

The Many Roles of HR

Ensuring Legal Compliance

One of the most important jobs I do as an HR person is making sure the company follows all the state and federal regulations. This keeps everything legal and running smoothly.

You know, there are always these updates and new rules being proposed, and we in HR have to really think about how they’ll affect the business, I said. Take the new overtime law, for example. If a company doesn’t follow it, they can get into some serious trouble.

Creating Policies and Procedures

Baker added that another crucial responsibility of HR is to collaborate with the business owner and executive staff to develop a set of policies and procedures, and then make sure they’re included in an employee handbook.

Every small business should have a handbook, even if they only have one employee, I explained. It should contain policies that cover things like vacation and sick time, taking a leave of absence, managing performance, and dealing with behavioral issues. These policies and procedures bring consistency, so the employer doesn’t have to come up with everything on the spot.

Training Employees

Once I’ve created the handbook, it’s important for me as the HR person to make sure that all employees are trained on what it includes. This training should also be a part of the new employee orientation.

Our Vision and Core Values

Usually, the CEO or founder is the one who sets the vision for our company, I say. But I can help determine what those should be and then make sure that everyone on our team is following them.

Let me give you an example of how we put this into action. One of our core values is collaboration. It’s my responsibility to create an environment where teamwork is encouraged and valued. And when I see employees working together effectively, I make sure to acknowledge and reward their efforts.

Building Our Employer Brand

I believe that as the CEO or business owner, it’s my responsibility to shape the company’s image from the customer’s perspective. However, when it comes to how the employees perceive the company, that falls under the domain of HR, stated Baker. HR plays a crucial role in building the employer’s brand in the minds of the workers. This involves activities like regularly checking in with employees to ensure their morale is high and fostering a productive employee culture.

Another important aspect of branding that HR is in charge of is promoting the company as an attractive employer. This relates to recruitment and why potential candidates would choose to work for us over our competitors, explained Baker.

The Power of Employee Advocacy

In addition to the above, Baker emphasized the significance of employee advocacy as a key focus for HR.

I believe that the HR person should be like a middle person that everyone feels comfortable talking to. If you have any concerns, complaints, or questions, you should be able to go to HR and they will help you out. HR is like a bridge between employees and management, so they can take your concerns to the higher-ups and take action on your behalf.

Even More Important HR Tasks

Let me tell you about seven other things that HR professionals should do, on top of what Baker mentioned.

Keeping Employees Happy

One important job of HR is to make sure that employees want to stay with the company. That’s why it’s important for the company to have a good reputation as a great place to work.

To accomplish this, HR will do things like making sure employees are engaged and motivated, giving them opportunities to grow in their roles, and offering training in new areas. They will also have programs to recognize and reward employees for their hard work.

Taking Care of Compensation and Benefits

Enjoy the Perks of Benefits Administration

Did you know that part of my job as an HR professional is to take care of the benefits plan? Once it’s all planned out, I make sure everything runs smoothly. That includes helping you with open enrollment for health care coverage, especially in smaller companies like ours.

Let’s Talk About Your Performance

Guess what? Your performance directly affects how successful our business is. It’s a big deal! That’s why it’s important for me and your supervisor to work together on creating a strategy to enhance your performance. We want to help you do your best and make a positive impact.

Resolving Conflict at Work

It’s not always easy when co-workers or managers don’t see eye to eye. But don’t worry, that’s where I come in. As part of the HR department, it’s my job to help resolve any issues that arise in the workplace. That means working with you to find solutions and creating policies to manage and resolve conflicts.

Keeping Employee Records

When it comes to keeping track of employee information, there are three important files that we need to maintain. The first is the I-9, a form required by the government to verify an employee’s eligibility to work in the United States. The second is the general file, which includes things like resumes, performance reviews, disciplinary actions, and tax forms. And finally, there’s the medical file, where we store any notes from doctors, disability information, and other health-related data.

What’s Happening in HR

As things change quickly in the workplace, it’s crucial for people in HR to stay up-to-date with what’s happening in the industry.

One way to do that is by joining the Society for Human Resources Management, which is the top association for HR professionals. Another option is to read blogs, white papers, and articles from HR product and service providers, as well as practitioners and consultants. Finally, you can also participate in social network groups and forums specifically for HR professionals.